Académique Documents
Professionnel Documents
Culture Documents
Corporate objective does not mean that they only satisfy the organizational
objectives as we know human resources, and organization will produce the products
with the help of human resource. In order to satisfy the needs of the customers with
the satisfaction of customers fund will be generated by which organizational
objectives will be achieved.
So, we can say that for fulfilling their own objectives the company will also consider
the main parties who are helpful in achieving the objectives. Thus organization have
these objectives which are as follows: Organizational
Human resource
Social objective
Organizational
o Establishing strategy
o Profit earning
o International strategic
o Organizational development
Human resource
o Working condition
o Fair wages
o Empowerment
o Industrial relation
Social objectives
o Satisfy consumers
o Offer right product
o Increase employment
o Environment management
Humans are the most important resource an organization has, which means that human resource
(HR) planning is essential to any entity. Human resource planning has many different aspects,
which I will briefly review.
HR departments are responsible for staffing their organizations with the best possible people for
the job. This involves considerable planning, to determine staffing level needs, to predict
turnover, to create requirements and job descriptions for hiring. Advertising for new hires must
be planned, as must a vetting process, which would include the creation of applications, the
structuring of interviews, decisions on what combination of experience, skill, and education
should be required for a job.
HR departments are responsible for training employees. This also involves a great deal of
planning. Will training be conducted in-house? Will an outside service be brought in for
training. Perhaps it should be a combination of both? HR departments must plan ahead for
training needs. New job training, cross-training, and soft skills training must be planned for.
Plans must be made to minimize "down" time as employees are trained.
HR departments are often responsible for firing and layoffs. This, too, involves planning. There
should be a consistent process for terminating people, since inconsistencies can trigger lawsuits.
HR departments are often responsible for compliance with EEO regulations, to ensure that
hiring, firing, transfers and so on do not run afoul of anti-discrimination laws. This means that
plans must be made to be sure that such laws are complied with.
HR departments are responsible for gathering and maintaining statistics on employees. This
means that there must be a system in place to keep statistics, something that must be planned for.
HR departments are usually responsible for handling various administrative actions, for example,
workers' compensation or unemployment compensation claims. Plans must be made concerning
these. Should outside counsel be retained? Should the HR department take care of this inhouse? Who will be responsible for this within the department? Will an HR person need
training to do this job. This is part of the budget-planning and staffing process for the HR
department.
Once in a while, an HR department is responsible for the "social" side of the organization, taking
care of sympathy cards for employees with deceased family or planning for social events within
the organization.
HR departments are crucial to the organization because they are responsible for people. Without
good planning in the HR department, it doesn't matter how good a product or service is. We
always need people.
professional and technical skills and other qualifications provided in the firm. It reveals what
skills are immediately available when compared to the forecasted HR requirements.
HR inventory calls for collection of data, the HR audit requires systematic examination and
analysis of this data.. Based on this information, one can then be able to predict what will
happen to HR in the future in the Organization. People are the greatest asserts in any
Organization. The Organization is at liberty to develop its staff at full pace in the way ideally
suited to their individual capacities. The main reason is that the Organizations objectives should
be aligned as near as possible, or matched, in order to give optimum scope for the developing
potential of its employees.
4.HRP make performance appraisal more meaningful. Since feedback is provided in performance
appraisal and employee is informed about his future chances in same company, the employee is
motivated to work better. Information for all this is collected from HRP process.
5.HRP identifies vacancies in the entire organization including all the branches of all the
company. Therefore when the company implements promotion policy it can undertake its
activities in a very smooth manner.
Technology changes at a very fast speed and new people having the required knowledge are
required for the company. In some cases, company may retain existing employees and teach
them the new technology and in some cases, the company have to remove existing people and
appoint new.
3. Organizational changes
Changes take place within the organization from time to time i.e. the company diversify into new
products or close down business in some areas etc. in such cases the HRP process i.e. appointing
or removing people will change according to situation.
4. Demographic changes
Demographic changes refer to things referring to age, population, composition of work force etc.
A number of people retire every year. A new batch of graduates with specialization turns out
every year. This can change the appointment or the removal in the company.
5. Shortage of skill due to labour turnover
Industries having high labour turnover rate, the HRP will change constantly i.e. many new
appointments will take place. This also affects the way HRP is implemented.
6. Multicultural workforce
Workers from different countries travel to other countries in search of job. When a company
plans its HRP it needs to take into account this factor also.
7. Pressure groups
Company has to keep in mind certain pleasure. Groups like human rights activist, woman
activist, media etc. as they are very capable for creating problems for the company, when issues
concerning these groups arise, appointment or retrenchment becomes difficult.
Definition of VRS
VRS refers to voluntary retirement scheme, when company faces the problem of surplus labour,
they have to remove the extra workers. This needs to be done to avoid increase in cost. One of
the methods used by the companies is the VRS scheme. Under this scheme people have put in 20
or more number of years of service are given an option to opt for early retirement benefits and
some other amount which is due to them are paid when they leave the company
Objectives:
The main objective of having human resource planning is to have an accurate number of employees required, with matching skill requirements to accomplish organisational goals.
In other words, the objectives of human resource planning are to:
1. Ensure adequate supply of manpower as and when required.
2. Ensure proper use of existing human resources in the organisation.
3. Forecast future requirements of human resources with different levels of skills.
4. Assess surplus or shortage, if any, of human resources available over a specified period of
time.
5. Anticipate the impact of technology on jobs and requirements for human resources.
6. Control the human resources already deployed in the organisation.
7. Provide lead time available to select and train the required additional human resource over a
specified time period.
According to Sikula the ultimate purpose/objective of human resource planning is to relate
future human resources to future enterprise need so as to maximise the future return on
investment in human resources.
5. Human resource planning is also needed in order to meet the needs of expansion and diversification programmes of an organisation.
6. The need for human resource planning is also felt in order to identify areas of surplus
personnel or areas in which there is shortage of personnel. Then, in case of surplus personnel, it
can be redeployed in other areas of organisation. Conversely, in case of shortage of personnel, it
can be made good by downsizing the work force.
Human resource planning is important to organisation because it benefits the organisation in
several ways.
The important ones are mentioned below:
1. Human resource planning meets the organisation need for right type of people in right number
at right times.
2. By maintaining a balance between demand for and supply of human resources, human
resource planning makes optimum use of human resources, on the one hand, and reduces labour
cost substantially, on the other.
3. Careful consideration of likely future events, through human resource planning might lead to
the discovery of better means for managing human resources. Thus, foreseeable pitfalls might be
avoided.
4. Manpower shortfalls and surpluses may be avoided, to a large extent.
5. Human resource planning helps the organisation create and develop training and succession
planning for employees and managers. Thus, it provides enough lead time for internal succession
of employees to higher positions through promotions.
6. It also provides multiple gains to the employees by way of promotions, increase in emoluments and other perquisites and fringe benefits.
7. Some of the problems of managing change may be foreseen and their consequences mitigated.
Consultations with affected groups and individuals can take place at an early stage in the change
process. This may avoid resistance for change.
8. Human resource planning compels management to asses critically the strength and weaknesses
of its employees and personnel policies on continuous basis and, in turn, take corrective
measures to improve the situation.
9. Through human resource planning, duplication of efforts and conflict among efforts can be
avoided, on the one hand, and coordination of workers efforts can be improved, on the other.
10. Last but no means the least, with increase in skill, knowledge, potentialities, productivity and
job satisfaction, organisation becomes the main beneficiary. Organisation is benefitted in terms
of increase in prosperity/production, growth, development, profit and, thus, an edge over its
competitors in the market.
Levels of Human Resource Planning:
Human resource planning is useful at different levels.
At the National Level:
Human resource planning by Government at the national level covers population projections,
programme of economic development, educational and health facilities, occupational distribution
and growth, mobility of personnel across industries and geographical regions.
At the Sector Level:
This would cover manpower requirements of the agricultural sector, industrial sector and service
sector.
At the Industry Level:
This would forecast manpower need for specific industries, such as engineering, heavy
industries, textile industries, plantation industries, etc.
At the Level of Industrial Unit:
It relates to the manpower needs of a particular enterprise.
In the organization atmosphere there are many competitors around you who
are just waiting to knock you off the league. But you may not be such an
individual who will just tolerate this. So in order to survive you need to make
it certain about each and every step you take for the organizations success
including the men and women whom you hire to work inside your
organization. And of all your activities are known as Human Resource
Planning. In organization there is a HR manager who does these tasks.
Handling a business
HRP SYSTEM
HRP System as such includes following elements or sets for planning
Business Environment
HRP PROCESS
Organizational Objectives & Policies: -
The objectives of HR plan must be derived from organizational objectives like specific
requirements of numbers and characteristics of employees etc. HRP needs to sub-serve the
overall objectives by ensuring availability and utilization of human resources. Specific policies
need to be formulated to address the following decisions.
Union Constraints
Rightsizing organization
Automation needs
It is the process of estimating the future quantity and quality of people required.
The basis should be annual budget and long term corporate plans
Demand forecasting should be based on following factors.
Internal Factors: -
Budget constraints
Production levels
Organizational structure
Employee separation
Competition environment
Economic climate
Technology changes
Social Factors
To quantify jobs
Manpower Forecasting Techniques: Management Judgment: In this techniques managers across all the levels decide the forecast on
their own judgment. This can be bottom-up or top-down approach and judgments can be
reviewed across departments, divisions and top management can conclude on final numbers of
manpower required.
Ration-Trend Analysis: This technique involves studying past ratios, and forecasting future
ratios making some allowance for changes in the organization or its methods.
Work Study Techniques: It is possible when work measurement to calculate the length of
operations and the amount of manpower required. The starting point can be production budget,
followed by standard hours, output per hour; man-hours required etc could be computed.
Delphi Techniques: This technique solicits estimates from a group of experts, and HRP experts
normally act as intermediaries, summarizes various responses and report the findings back to
experts.
Flow Models: This technique involves the flow of following components. Determine the time
required, Establish categories, Count annual movements, Estimate probable transitions. Here
demand is a function of replacing those who make a transition.
Manpower Supply Forecasting:
This process measures the number of people likely to be available from within and outside the
organization after making allowance for absenteeism, internal movements and promotions,
wastages, changes in hours and other conditions of work.
Reasons for Manpower Supply Forecasting:
Prevent shortages
Personal data
Skills
Special Qualifications
Salary
Job History
Company data
Capabilities
Special preferences
Work History
Strengths
Weaknesses
Promotion Potential
Career Goals
Personal Data
Internal Supply: -
Productivity level
New blood,
New experiences
Organizational growth
Diversification
External sources can be colleges and universities, consultants, competitors and unsolicited
applications.
HR Plan Implementation:
A series of action programs are initiated as a part of HR plan implementation as under.
Recruitment & Selection: Employees are hired against the job vacancies. Based on the
manpower demand and supply forecasts made, hiring of employees is initiated based on supply
forecasts. For this internal and external sources of manpower are utilized. A formal selection
board is established to interview and select the best of the candidates for the required vacancies.
Finally the selected employees also need to be placed on proper jobs. Here some companies
recruit employees for specific jobs while others recruit fresh trainees in large number and train
them for future manpower needs.
Training and Development: The training and development program is charted out to cover the
number of trainees, existing staff etc. The programs also cover the identification of resource
personnel for conducting development program, frequency of training and development
programs and budget allocation.
Retraining and Redeployment; New skills are to be imparted to existing staff when technology
changes or product line discontinued. Employees need to be redeployed to other departments
where they could be gainfully employed.
Retention Plan:Retention plans cover actions, which would reduce avoidable separations of
employees. Using compensation plans, performance appraisals, avoiding conflicts, providing
green pastures etc, can do this.
Downsizing plans: Where there is surplus workforce trimming of labor force will be necessary.
For these identifying and managing redundancies is very essential.
Managerial Succession Planning; Methods of managerial succession plans may vary. Most
successful programs seem to include top managements involvement and commitment, high-level
review of succession plans, formal performance assessment and potential assessment and written
development plans for individuals. A typical succession planning involves following activities.
Career counseling
Accelerated promotions
Strategic recruitment
Control & Evaluation of HRP: HR Plan must also clarify responsibilities for control and establish reporting procedures, which
will enable achievements to be monitored against the plan. The HR Plan should include budgets,
targets and standards. These plans may simply be reports on the numbers employed, recruited
against targets etc.